So, what is social learning?

You might say that social learning is something we all do and have done since we were babies.  In some ways it seems silly to see this as a new thing ... it's not. However, social learning in the workplace has not been very well captured by organisations learning and development departments as they have been focused on formal training. You know, a training needs analysis is conducted, analysis is made of organisation wide training needs as well as the individual's training needs. A training plan is developed and implemented. And hopefully, staff performance will improve. Think again. An organisation will be lucky if 20% of their staff implemented what they learnt in a formal training setting.

In fact, 80% of learning is informal, that is, learned on the job through conversation, observation and practising. It's no wonder there's a growing recognition of this.

So, what is social learning?  Frederic Domon provides a fairly good definition:

Social learning can be viewed as the development of knowledge, skills and attitudes while connected to others (peers, mentors, experts) in an electronic surround of digital media, both real-time and asynchronous.

As does Harold Jarche and Jane Hart:

Social learning happens everyday – naturally and continuously – both inside and outside of training and education as we converse with our friends and colleagues. However, the use of social media to support the social aspects of learning is now increasingly being referred to as Social Learning.

When I first came across this concept it was like a little epiphany for me. I'd been feeling discontented with the formal approach to training taken by the Vocational Education & Training (VET) sector through training packages, although I have to admit, that recognition of prior learning (RPL) does attempt to address a learner's current skills and experience no matter where it was learned.

However, it doesn't address how an organisation can move from a hierarchy to a 'wirearchy':

http://www.jarche.com/2010/02/a-framework-for-social-learning-in-the-enterprise/

Jon Husband’s working definition of “Wirearchy” is “a dynamic two-way flow of power and authority, based on knowledge, trust, credibility and a focus on results, enabled by interconnected people and technology”.

As a learning and development practitioner, have you identified this phenomenon? If so, what have you done to facilitate or enhance this to improve workplace performance? Do you think there's a need for L&D professionals to take this on?